CRIMINAL RECORDS BUREAU DISCLOSURES

Terms and Conditions

It is the responsibility of the employer to fully comply with the Code of Practice published by the Criminal Records Bureau and to have in place written policies relating to 'The Secure Handling of Disclosure Information' and 'The Recruitment of Ex-offenders'. It is also the responsibility of the employer to ensure that the job applicant is made aware that the position being offered is subject to a CRB Disclosure however, any previous criminal record disclosed will not necessarily prohibit them from that role.

Prior to dealing with any Disclosure application The Vetting Company will:

• Provide the employer with a copy of the Criminal Records Bureau's Code of Practice and specimen policies relating to 'The Secure Handling of Disclosure Information' and 'The Recruitment of Ex-offenders' which should be adapted and taken into immediate use by the employer.
• Receive and retain written confirmation from the employer that these written policies are in place and that the CRB Code of Practice is understood and being fully complied with.

When dealing with a CRB Disclosure application The Vetting Company will:

• Identify a responsible member of staff within the employing organisation to act as the central liaison point for all correspondence which will be of a personal and confidential nature. This person will be expected to verify the identity of the applicant in accordance with standard CRB practice and make a note the actual identification documents examined.
• In exceptional circumstances, accept relevant identification documents by Recorded Delivery Post and undertake to return them in the same manner within the UK.
• Offer advice to the employer as to the proper completion of the Disclosure application and discuss & resolve any unusual circumstances that may be present.
• Receive from the employer a completed CRB Disclosure application form.
• Examine the application form (and prepare continuation sheets if applicable) to ensure all the information provided is correctly laid out and the identity of the applicant has been properly verified and documented.
• Confirm that the applicant's role is one that actually entitles the employer to ask an exempted question under the terms of the Rehabilitation of Offenders Act.
• Decide whether the Disclosure should be of a Standard or Enhanced Level according to the applicant's role, and ascertain whether it is a salaried or voluntary position.
• Categorise the applicant's role before authorising the Criminal Records Bureau to commence the Disclosure process.
• In appropriate cases, request a POVA First check and inform the employer of the result by the most expedient means, usually by email marked as Confidential.
• Raise a 30 day invoice to the employer at the same time the Disclosure application is mailed to the Criminal Records Bureau.
After a Disclosure certificate has been issued The Vetting Company will:
• Notify the employer of the result of the Disclosure by forwarding the original copy of the Disclosure certificate, normally by first class post within one working day.
• In the event that a Disclosure certificate contains adverse issues, discuss these matters with the employer by the most expedient means, normally by telephone on the day of receipt.
• Offer experienced guidance to the employer regarding references to criminal legislation contained in the Disclosure.

Cost:

• The full total cost for an Enhanced Disclosure is £52 and £47 for a Standard Disclosure inclusive of a £16 administration fee per application.
• POVA First checks cost an additional £10 which is of a £4 administration fee.
• The CRB do not charge for Disclosures where the role is purely voluntary however, a £16 administration fee remains to cover basic costs.